- Take the initiative -- write your performance appraisal, and rate your performance. Giving your manager a document to edit is better than waiting for your manager to write it.
- Include the things you accomplished throughout the whole performance year. These should be things that align with the department's goals, which in turn align with the goals of the organization.
- Include any projects have you taken over, or taken off your manager's plate.
- Include what you have done to develop professionally (i.e., new skills, certifications, etc.).
Of course, once you submit the draft of your performance appraisal to your manager, he or she will have changes. Some may be in your favor, some may not. When you meet with your manager to discuss those changes, be open and receptive to the feedback. Remember it's a discussion. Just like any other meeting, you need to come to the table prepared.
- Be prepared to support the ratings you have given yourself with facts, written acknowledgments from other managers, etc.
- If your manager has changed your rating to one less favorable, ask for examples that warrant the lower rating. Also, ask for examples of behaviors that would receive a more favorable rating.
- Be aware of the Halo/Horn effect
- Halo effect -- your manager focuses on what you did well over the past 2-3 months.
- Horn effect -- your manager focuses on the mistakes you have made over the past 2-3 months.